[Survey on the actual state of human capital management in small and medium-sized enterprises]
*jinjer Co., Ltd.*
Press release: September 5, 2024
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[Survey on the actual state of human capital management in small and medium-sized enterprises]
*Approximately 58% of companies place importance on human capital management, but only approximately 11% of companies take measures and disclose human capital information due to overload of work. * Jinjer Co., Ltd. (Headquarters: Shinjuku-ku, Tokyo; Representative Director and President: Takashi Kuwanai) provides the cloud-based human resources and labor management system “Ginger”
Jinjer (hereinafter referred to as “jinjer”) conducted a survey on “the actual state of human capital management in SMEs” targeting a total of 302 human resources managers at SMEs.
Survey summary
Background of the investigation
Human capital management is attracting attention as an important element for increasing a company’s competitiveness. Especially in small and medium-sized enterprises, there are many problems that are directly connected to business operations, such as difficulty in recruiting and labor shortages, so it can be said that the appropriate management and utilization of human resources is the key to the success of business strategies. However, although the number of companies addressing human capital management is increasing, there is a lack of detailed understanding of its reality and challenges.
This survey clarified the current status and challenges of human capital management faced by small and medium-sized enterprises, and investigated the actual situation in order to provide clues for future strategic human capital management.
Survey overview
・Survey overview: Survey on the actual state of human capital management in small and medium-sized enterprises
・Survey method: Internet survey
・Survey period: August 26, 2024 to August 27, 2024
・Survey target: 302 people in charge of human resources at small and medium-sized enterprises
≪About the use of this survey≫
1 When quoting, please clearly indicate the name of “Jinjer Co., Ltd.” as the source of the information.
2 If you wish to use this on your website, please include the link below as the source.
URL: https://jinjer.co.jp/
*Some of the 11 questions are included in this release. If you would like to see the full survey results, please see the URL below. ▶Details of survey results:
https://hcm-jinjer.com/blog/dx/tyusyo_zintekisihon_survey/
* ■The largest number of small and medium-sized enterprises operate their human resources departments with 4 or more people. *
When asked about the structure of the human resources department, the most common opinion was “4 or more people (32.5%)”.
* ■Approximately 58% of companies place importance on human capital management, and approximately 11% take steps to visualize and disclose human capital information. *
When asked how much importance they place on human capital management, a total of 58.3% answered “I attach great importance (21.5%)” and “I attach some importance (36.8%).” More than half of all companies considered it important.
Furthermore, when asked whether they were actually working on visualizing and disclosing human capital information, 11.3% of companies answered that they were making efforts to visualize and disclose human capital information. Although there are many companies that place importance on human capital management, it seems that there are still very few companies that are already making efforts. On the other hand, we found that there are a certain number of companies that are “preparing to take action” (25.2%) and “considering taking action (18.2%)” in the future.
* ■Although many companies visualize items related to human resources strategies, they do not disclose the information. *
When we asked companies that are implementing human capital management initiatives whether they visualize and disclose human capital information, 12.3% of them disclosed the information. 22.2% of companies do not disclose information but “have some degree of visibility of important items based on human resources strategy.” In addition, 12.9% of companies did not disclose information and “visualized minimal data such as turnover rates and personnel costs.”
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■The most common reason for visualizing and disclosing human capital information was that they wanted to understand it in order to use it for “measures to improve engagement” and “measures to reduce turnover rate.”
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When asked why they decided to visualize and disclose human capital information, they answered, “I wanted to understand the situation in order to take measures to improve employee engagement,” and “I wanted to understand the situation in order to take measures to reduce the employee turnover rate.” “Because I want to understand it” was the most common opinion, with the same percentage. There were also many other opinions such as “Because I want to understand the situation in order to take measures that will lead to the recruitment of new human resources” (16.7%) and “Because there was a request from management (11.1%)”.
* ■The most common purpose for visualizing and disclosing human capital information is “to formulate human resources strategies to realize management strategies.” *
When asked about the purpose of visualizing and disclosing human capital information, the most common opinion was “For formulating human resources strategies to realize management strategies (26.5%)”. The next most frequently asked questions related to strategy, personnel evaluation, and recruitment were “to conduct appropriate personnel evaluations (24.7%)” and “to strengthen recruitment of new human resources (24.1%)”. Many people cited the purpose of disclosure. * ■The most frequently received opinion regarding issues when promoting human capital management is “There is too much work and it is difficult to prioritize initiatives.” *
When asked about what challenges they feel when promoting human capital management, the most common opinion was “There is too much work and it is not prioritized (36.4%).” This was followed by “I have a strong sense of urgent issues such as hiring difficulties and things are not progressing as expected (35.8%),” “Management lacks understanding (30.2%),” and “The HR department is too small to make progress as expected.” There were many concerns regarding the busyness of regular work and lack of human resources, such as “No (26.5%)”.
■Comment from jinjer CPO (Chief Product Officer)
The mandatory disclosure of human capital information applies to the approximately 4,000 major companies that issue securities reports, but it is likely that the scope will expand to some small and medium-sized enterprises that are popular in each market in the future. It can be considered.
This time, we conducted a survey to understand the current state of human capital management in small and medium-sized enterprises and the issues they are currently facing. As a result, the key points are that “approximately 58% of companies place importance on human capital management, and the purpose of human capital management visualization and disclosure is “to formulate human resources strategies to realize management strategies.” I feel that this is the point with the highest number of responses.
Small and medium-sized enterprises, which are not subject to mandatory employment, seem to face more challenges than large enterprises, especially in terms of difficulty in recruiting. Even in such a situation, as a company that provides human resources and labor management systems, we would like to further contribute to the attitude of facing human capital and making use of it in our company’s strategies.
Recently, we have started providing a service called “Ginger Human Resources Data Analysis” that allows you to analyze and visualize human resources data from all angles. We believe that in addition to managing personnel data and improving operational efficiency by utilizing an integrated database, we can also support deeper aspects of talent management.
We will continue to develop this product to help reduce work hours and improve productivity.
What is the cloud-based human resources and labor system “Ginger”? “Ginger” is a cloud-based human resources and labor system that allows you to manage everything from routine human resources tasks such as personnel labor, attendance management, and payroll calculations to talent management such as personnel evaluations and e-learning. “Core”, which integrates human resources information into one The “HR Database” supports efficiency and automation of routine tasks such as payroll calculations based on attendance totals and entry of forms related to social insurance procedures.
Additionally, since the databases of each system are connected, it is possible to automatically update the database and automate changes to privileges for each system in response to role changes.
▶ “Ginger” service site: https://hcm-jinjer.com
Company Profile
Company name: Jinjer Co., Ltd.
Location: 6-11-3 Nishi-Shinjuku, Shinjuku-ku, Tokyo WeWork D Tower Nishi-Shinjuku
Representative: Takashi Kuwanai, Representative Director and President URL: https://jinjer.co.jp/